The technology to recruit with human sense

Recruitment processes have been characterized by personal attention and interest to know the candidates who apply for positions in our company.However, recruiters, today, have a great challenge: to use technology without dehumanizing the process. Is this possible?

The times where the CVs of the candidates piled on the desk, are over.Technology has managed to perfect processes - working with databases and database profiles of Talents, reduce time, cost and labor, as well as overall candidate selection and recruitment sources.

Who would think that the scope of technology could help us find our talent in the remotest corners of the world and seeking work could be done from your phone and not on the pages of a newspaper.

However, corporate recruiters have expressed their concern about the "excessive" use of technology and effectiveness to find the talent your organization needs. In response, Rodrigo Martínez, General WePow director, says the technology creates not only effective, but large-scale personal connection.

"Technology is revolutionizing recruitment into three major components: communication, creating a dialogue between candidates and companies; in employer branding, giving you insight into the personality of the organization and selling your image to the talent and experience of the candidate, making a good ambassador for your brand, "he said while participating in Expo 2013 Human Capital.

Technology, necessary evil

The dilemma of technology, is still the same: does it affect or benefit? The answer remains the same: according how you use it. Recruitment equals. Today, where a company receives about 300 hp per day, the best option is diversification. Martinez tells us that there are three strong technology that could help companies optimize recruitment processes:

Social Media

Social media is the best channel to find your talent, not only the candidate personally exposed, but also know their interests, their interaction with others, professional circles and skills .Networks like LinkedIn have shown that candidates may be exposed in professional fields, and others, demonstrate features that previously only could see working with them. The networks have become a very personal medium.

Mobile Technology

Mobile technology has become an innovative and practical experience for recruiters and recruits. Anywhere access to your resume, your work folder and even your video presentations are a great option for both parties . You can use this medium to attract talent, application to a square, tracking it and for selection. According to the director of We Pow , interactions are short, fast and simple.

Fun facts about mobile devices

• 1 in 5 working búsqedas are through mobile technologies.
• 63% of passive candidates used mobile devices to search for your next post.
• 30% of web traffic comes from a company mobile .

Video

The various programs have made ​​interact live online recruitment something much simpler. It not only serves to chat with acquaintances, but makes job interviews and personalized quotes without tedious interaction. You can use video to improve employer branding , for conducting interviews-they are already pre-recorded or alive-to video testimonials or online training.

How can we benefit businesses

According to the expert, the old methods of recruiting not only effective but lacked became tragic experiences for candidates. "Does anyone remember the old formula CV ?, delivery 75% of them stayed in the trash. Also 1 in 4 applicants will have experience recruiting qualified as bad or frustrating, "he said.

If the question is how can a bad experience affect recruitment companies? Rodrigo Martínez explains:

Short-term effects

• 42% of applicants never seek employment in the company again.
• 22% of candidates recommend not working in the company to other candidates.
• 9% not recommend buying products from the company.

Long-term effects

• Issues of loyalty and retention.
• Damage to the reputation of the company.

Meanwhile, the benefits to be gained by using properly the new technologies and, therefore, a satisfactory user experience, are diverse:

• 37% of candidates tell others to apply for any vacancy within the organization.
• 23% of the candidates buy the products and services of the company, even without being hired.
• Improving the quality and commitment of the candidates.
• Reduce the cost and time to hire.

Talking recruiting not only means hiring a new staff, it also symbolizes the name and reputation of the company, the quality of life of your employees and work environment you offer; fundamental factors that new generations taking into account belonging to an organization. The technology helps improve these points.